中文摘要

近年來，由於全球化競爭與組織結構變動之劇烈，企業勢必面臨更多的挑戰。在台灣有超過30%的科技公司運用職能的概念以增進員工的生產力和工作動機，而基層主管在其過程中扮演著承上啟下的角色。值得注意的是，由過往的文獻回顧可發現，員工的工作動機和組織承諾息息相關，職是之故，基層主管的管理職能與員工組織承諾之關聯性即成為本研究所欲探討之標的。

本文探討對象為中華徵信所2009年評比之1000大製造業裡位於新竹科學工業園區的高科技公司。採用問卷調查法，回收有效問卷217份。受測結果應用SPSS 12.0中文版統計套裝軟體進行分析，歸納研究結果如下：

一、就現況而論，竹科主管的管理職能平均得分較佳之構面為「任務導向」，得分最低為「領導能力」；員工在組織承諾表現上平均得分較佳之構面為「努力承諾」，得分最低為「留職承諾」。
二、「婚姻狀況」與「公司規模」兩類背景變項在員工組織承諾的平均數差異考驗中達到顯著性。
三、主管的管裡職能表現與員工組織承諾呈顯著高度正相關。
四、主管管理職能對員工的組織承諾具有顯著預測力；相同地，員工組織承諾對主管的管理職能也具有顯著預測力。

最後，研究者基於以上之研究發現，於末章綜合提出實務之觀點及供後續研究者參考之建議。

關鍵詞：管理職能、組織承諾

Abstract

In recent years, the enterprises have been facing numerous challenges due to the global competition and acute changes in organizational structures. In Taiwan, there are more than 30% among all the high-tech companies that have adopted the competence concept to advance employees’ production and motivations. In its implementation, supervisors play an indispensably connecting role to managing subordinates and communicating with superintendents. It should be noted that in previous literature motivation was highly correlated with organizational commitment. Therefore, the purpose of this research was to explore the relationship between supervisors’ managerial competence and employees’ organizational commitment.

The questionnaires were distributed to the top 1,000 manufacturing companies ranked by the China credit information service in 2009, of that, 217 effective samples were returned. All the quantitative data was analyzed by SPSS 12.0 version. The research findings could be concluded as below:

1. Supervisors’ managerial competence has better performance in “task-oriented competence”, but relatively poor in “leadership”. Employees’ commitments have better performance in “effort commitment”, but relatively poor in “retention commitment”.
2. Employees of different matrimony and from different scale of corporations sense the differences among organizational commitment.
3. Managerial competence is positively related to employees’ organizational commitment.
4. Managerial competence could predict organizational commitment, likewise organizational commitment could also predict managerial competence.

Key words: managerial competence, organizational commitment

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